Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

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Here’s more from Mr. Rogers–on how to use your talents and skills to contribute.

In my earlier blog, I discussed what we can learn from Mr. Rogers. Here’s more. I’ve been thinking about his legacy, because there’s a new movie about his philosophies: “Won’t You Be My Neighbor?”

First, who was “Mr. Rogers”? Best known from his children’s show, which ran from 1968 to 2000, Fred Rogers was so much more—a minister, a musician with a degree in music composition, and chief puppeteer of his show. I’ve always enjoyed his quotes, because many of them are from his experiences as a musician (as am I).

From What We Do to What We Can Contribute

I don’t know about you, but I got bored selling real estate after about 5 years. All those split levels started looking the same! So, let’s say you’ve mastered what you do (and maybe have become bored with the routine of your life!). Then, what do you do? How about doing like Mr. Rogers did: Shine your light and talents outward to influence others in positive ways.

Note to managers, trainers, and coaches: Do an exercise where each person names a talent/skill they have. Then, have their partner ‘translate’ how that skill can be translated to others. Example: “People tend to tell me their secrets and their fears.” Partner: How about gaining some coaching expertise and start coaching to help people?

Let me know what you come up with. I’ve found that it’s easier for someone else to be creative about your talents and skills that it is for you to be! Here’s to a very fulfilling, rich, and contributive year!

Let Me Help You Help Your Newer Agents!

I want YOU to be the hero here! So many times, I’ve talked with managers who want to design training and coaching programs to help their agents. But, I know, from experience, it takes thousands of hours and test marketing to create effective, results-based training. So, why not let me do the heavy lifting and you coach to the program? Check out Up and Running in Real Estate, my online training, coaching, and accountability plan with an amazing, results-centered business start-up plan. You (and I) will be helping more people faster! Check it out here.

I’ll bet we would all agree that today the world is more divisive than ever—in every way! So, we can’t move forward. We’re spending all our energy defending our thinking…..even when we should be looking at it critically—and honestly looking at other points of view.

What does that mean for us, as businesspeople (and us people in general)? That perhaps the energy we’re expending in one direction isn’t giving us the kind of pay-off that we ultimately will find most rewarding (and not just monetarily). Although I have some general conclusions here, I also have some exercises for managers to use with their associates to help them reach their potentials.

Mr. Rogers to the Rescue

The solution to our divisive world may be with a person who had a long-running children’s show—Fred Rogers. First, who was “Mr. Rogers”? Best known from his children’s show, which ran from 1968 to 2000, Fred Rogers was so much more—a minister, a musician with a degree in music composition, and chief puppeteer of his show. I’ve been thinking about his legacy, because there’s a new movie about his philosophies: “Won’t You Be My Neighbor?”

Mr. Rogers’s Big Lessons for Us

Morgan Neville, Academy Award winning filmmaker, is the creator of the Mr. Rogers’s film mentioned above. From studying Rogers’s lessons, Neville boiled it down to one thing: radical kindness. “He talked about grace all the time … As a minister himself, he saw the idea of grace is the undeserved goodness bestowed on you by God. In other words, being good to someone whether or not they deserve it, and whether or not you’re going to get anything back. You just do good to other people, for the sake of doing good. And that is essentially what Fred was preaching all along.”

As a coach, first in music, then in business, I see potential in people that they sometimes don’t see in themselves. What I can’t tell, though, is their ability to stick with it from beginner to mastery. As a musician, I know that only practice makes perfect. (And perfect practice makes your performance truly perfect—getting to mastery). You just don’t sit down at the piano the first time and play a Beethoven sonata well!). Yet, too many times, I see people settling for ‘first time performance’ as their standard.

What Mr. Rogers Says about Learning and Practice

For years, I’ve given a little book as a gift to clients, referrals, etc. This book is The World According to Mister Rogers. I love it because, as a musician, it has quotes that I know to be true. Here’s one that’s so appropriate because it reminds me of what new real estate agents (and new managers) sometimes think:

When I was young (about eight or ten years old), I was trying to learn so many things all at once, things like the piano and organ and algebra and cooking and typing, and I even started to take clarinet lessons. But, I just didn’t practice the clarinet, so I didn’t learn. I think I wanted to learn by magic. ….But magic doesn’t work with learning, not with anything really worthwhile.

Note to managers: Lead a discussion on the difference between ‘first tries’ and mastery. Brainstorm some methods to attain mastery. Brainstorm the stumbling blocks to getting better. Create some ‘next steps’ for those who want to get to mastery (get a coach, become a mentor, take a ‘how to train program, become a trainer, become a coach)

Help to Practice Perfectly and Get Farther Faster

There are several unique ‘learning strategies’ imbedded in my online training/coaching/accountability start-up program for agents under 2 years in the business. I didn’t learn these ‘learning strategies’ in real estate–I learned them as a practicing classical/jazz musician. They work to get better performance faster–and motivate us to go right back and do it again! Check out my unique program, Up and Running in Real Estate. There’s even a coaching component so you can be involved with your agents–without spending thousands of hours at it! Check it out here.

This month is ‘training’ month. So, I’m writing blogs to help you train your agents to more production. In this blog, we’ll focus on your would-be agents–you know, the ones you’re interviewing right now.

Why Not Put Them to Work While They’re in Pre-License School?

Why aren’t your agents getting prepared to sell real estate while they are in pre-license school? Okay. I know. Until they are licensed, they can’t do the things licensed agents can do. But, they can do many things. And all those things get them ready to hit the ground running. At the end of this blog, I’m providing you my great checklist, 30 Things to Do Right (In Pre-License School) Now to Hit the Ground Running.

What The RE Schools Say about Preparing Agents to Sell Real Estate

Dearborn Real Estate Publishing has published my books for a long time. They work with real estate schools, and publish many books to help pre-license students pass the licensing tests. They just started doing a survey with real estate schools. The 2018-19 survey just came out.

You know that from hiring these people! In fact, I think we managers and new agents would say that pre-license courses do little to prepare people to sell real estate. And, in truth, that’s not the job the Departments of Licensing expect them to do.

We Lose Lots of Time Because They are Not Prepared to Start the Business

You know the drill. We hire that new agent. We spend the first 1-2 weeks with them getting the ‘orientated’. We have checklists to assure they get their keys, join the Realtor association, etc., etc., etc. How long do you estimate it takes the new agent just to get those orientation checklists finished? 2-4 weeks? In some cases, they never finish them!!!!! Not only that, they probably think that finishing those checklists assures they are going to be successful agents. Ha!

When Do Your New Agents Start Lead Generating?

My studies show that new agents want to make a sale their first month in the business. But, when do you think they start lead generating? Do you know? I believe they put off the inevitable as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work you have them doing as licensees, the worse their habits become and the less money they make!

A Different Method to Get Them a Check Fast

Instead of waiting until they are licensed, why not get them prepared to sell real estate while they are in pre-license school? They can do things like

Decide on the database/CRM they want to use and learn how to use it

Populate their databases with 100-300 potential clients

Prepare an email/hard copy note/letter to all those in their database saying they’ve joined_____________ real estate company

In the next few weeks, I’ll be launching a pilot program to train would-be agents in the basics and get them ready to sell real estate. I’ll be telling you more about it soon. Wouldn’t it be great if you could hire someone you were 90% sure would be successful selling real estate–and was prepared to work to do so?

Save Time! Give Those Interviewees the ‘Scoop’ Here

Would-be agents have a million questions (!) and can take many hours of your time. Instead of answering over and over, give them this eBook and you’ll be able to get to an in-depth interview faster–and discover the talented ones, too! Check out What They Don’t Teach You in Pre-License School, now in its 2nd edition. Save time and hire great ones!

Do you have some creative training methods in your teaching repertoire? If you do, your students will be much more appreciative!

I’ve designated June ‘Trainer Appreciation Month’. So, all my blogs for leadership are focused on training. Why? As a real estate owner or manager, you have only 2 ways to increase your production: Hire it or train to it. I really appreciate trainers, so here’s information to make your presentation or workshop entertaining and riveting.

If you’re presenting in front of 2 or hundreds, you must wonder at times whether your delivery is interesting. Too often, we drone through the subject, stop to tell a joke or two, and just trudge through the trenches of information until the clock tells us to stop!

Are your students nodding off as the day goes on? Do you frantically wonder how to keep their attentiona��all day? The answer is not what you think it is. Recently, I taught my Instructor Development course to real estate professionals and affiliates. Ia��ve taught this course for about fifteen years.

NOT! In todaya��s frantic world, the person in front of everyone cannot hope to hold studentsa�� attention for more than 10 minutes at a time! If you think Ia��m wrong, just count the number of commercials in a TV break. These commercials are down to about 15 seconds apiece. The images go by so fast you can scarcely count them. In fact, wea��ve become a society of easily distracted, multi-tasking, not very focused beings (watch pedestriansa��or driversa��in action with a cell phonea��..).

The Focus Doesna��t Have to Be On You at All Times

So, what are you going to do to a�?holda�� studentsa�� attention? You are going to implement some teaching methods called

alternative delivery methods

Alternative delivery methods: all those methods used to teach that are NOT lecture. Examples: Town hall, task force, case study, role play, action plan.

Don’t know how to use these? Here are two resources

1. My video series) This week, I’ll be sharing my complimentary 5-part video series (short videos) on how to use these methods (and how to put together a great workshop). See them all on my UTube channel

2. Just dona��t think the students can be involved with theirs and othersa�� learning

How to Teach through Student Involvement

Instead of talking through each point you have on your PowerPoint slide or in our outline (boy, is that riveting!), use town hall, task force, case study, and role play to teach. If you’re not comfortable switching out of ‘lecture’ style, take an Instructor Development course or see my resource, The Ultimate Real Estate Trainer’s Guide to learn those methods, and practice using them in class.

Youa��ll find your students know much more than you think they do about what youa��re teaching. Youa��ll be able to clarify points of concern, use the talents in your class, and actually provide a stimulating, active learning environment. The result: your students will be energized all day (and you will be, too!).

Let’s get honest. Do your students get bored when you present? As a student, you know those 71/2 clock hour courses can be killers! The presenter goes on and on. It may be great information, but, after _____ minutes (you fill in your blank), you just zone out (usually about 10-15 minutes!). And, sellers and buyers feel the same way about boring presentations.

Dona��t go over 3 minutes in a listing or buyer presentation without asking a question. How about your presentations? Do you drone on for A? hour or an hour without involving your audience? Quit right now. Thata��s where your audience a�?controla�� problems starta��when ita��s all about you.

Action: Write down a question you can ask during your normal a�?lecturea�� period. Or, as a listing or buyera��s agent, write down a question you can ask instead of droning on over 3-4 minutes.

Instead, break up that lecture with some questions. Better yet, use a�?alternative delivery methodsa�� (all those methods to teach besides lecture!). Those would include breaking students into task forces, or giving small groups a case study to tackle, or role play.

You can even do some of this with your sellers and buyers. Involve them in the process!

Action: If youa��ve taken an instructor development course, go back and see where the instructor used a�?alternative delivery methodsa��. Then, find a place in your presentation where you could use one of these methods. Keep expanding your horizons!

The result: Youa��ll have more enthusiastic a�?receiversa��. Youa��ll have more fun teaching, and youa��ll greatly reduce any audience a�?controla�� challenges.

Click here to grab my ‘workshop cheat sheet’, which shows you how to put alternative delivery methods into any workshop–and in which order so they ‘flow’ right.

Is the Course You Teach Just a Lecture (read ‘boring’ to students!)?

Is the class youa��re teaching (or supposed to teach) full of facts and figures? And, therea��s no instructor manual or guidance in how to teach it? Are you finding yourself talking through ita��talking for hours? (Even boring yourselfa��) Are you struggling to make that course come alive?

If you want to energize your course, keep your audience interested, and change their outcomes for the better, you need this unique course!

Bottom line: Youa��ll walk out of this course with the skills to take any boring class and make it highly participative, useful, and fun to teach. Youa��ll get the 3 best methods to use, how to use them, and when to use them to a�?plug them intoa�� any course at the right time. Youa��ll even have time to try out your new methods in your own course and get feedbacka��and watch others, too.A� Why not energize your course, have a better time teaching, and gain business all at the same time?

When: Sept. 12 and 14 (2 half days, so you can polish your course)

Time: 9:30 am to 1:30 pm each day

Where: Bellevue, Wa.

Investment: $149

Accredited for 7.5 clock hours in Washington state

Not in Washington? Contact Carla to bring her to your company or association and invigorate your courses so your students clamor to come back! (and they learn a lot!)

Having trouble getting them to training? Authored by one of our Senior Career Coaches, Jodi Sipes, M. A., this blog shows you how to market your training to attract your agents and get them excited as students! Jodia��s advanced education in adult learning, plus her years of experience creating and implementing exceptional training for new agents, gives her a unique perspective. Here are invaluable tips as you take action to control your income in these shifting markets. Youa��ll make your training an awesome recruiting tool, while making it effortless to implement training week after week.

Dona��t be Dull! Set up Themes to Pique the Curiosity and Up the Attendance

Dona��t just list the topics you are going to present. Create themes. For example: Listing month! New Year Planning! Spotlight on Buyers! Now that you have the over view of training and components put together, make sure that they compliment and support each other. For instance, when you are coachingA�new agents with the Up and Running in Real Estate program, you should have supplementary training/practice days in your office. This is also a great place for experienced agents to grow as trainersa��plus, their time will be saved, as they will teach everyone at once, instead of having a bunch of new agents knocking on their door with questions all the time.

Dona��t just list the topic. (How exciting is ‘All about Listing’…..) Instead, get creative. Make the topic interesting, even provocative. Put a new a�?spina�� on the topic. For ideas, read the names of programs given at your state and national conventions. Some of the topic names are really creative!

Give it a Double Punch for Double Learning

Dona��t just teach the curriculum. Find ways to expand that subject from all the angles. For example: When you have a new agent training section on listing presentations you should have a top Realtor from your office give a demonstration on an effective listing presentation or an effective CMA. When you work with Buyera��s presentations, have a lender come explain the issues and requirements Buyera��s face. Lead follow up and business planning create a good time for software vendors to show their programs. Marketing sections offer an opportunity for affiliates to show how they can support agents, and for vendors to show how their products can support agents. These supplementary classes are great for all agents of all levels.

Alternate Formal with Casual for the Unexpected

Ita��s also great to incorporate casual (brown-bag luncha��agent a�?Rapa�? session) support groups to encourage agents to share their ideas and frustrations. This creates a a�?teamworka�? feel to your office, and helps agents through current challenges. When the manager shows up at these for the first part, agents can get their questions answered in a format that answers these for many agentsa��saving the manager time!

One of your Biggest Problems Solved: Getting them to Attend Enthusiastically

Here are 3 surefire ways to get your agents to attenda��and get recruits to attend, too!

1)A�Leverage Affiliates
Title representatives, mortgage brokers, escrow companies, home inspectors, and others can support your training calendar by adding lunches and other incentives to improve attendance. The best benefit is that this is a win for everyone, and forges bonds between agents and affiliates. The benefit for the affiliate: they get in front of your agents and get to know thema��building trust. The benefit for the agents: they get hands-on training from people who are a�?out there doing it now,a�? and they get to know a variety of affiliates so they can decide if they would like to do business with them.

2)A�Create Positive Expectations for their Accomplishments
For new agents, create a booklet that details all the classes you expect them to attend in their first year. You can use this to set mutual expectations at the time of hiring. Check off each class as they complete it, and celebrate their growth! Everyone should celebrate when they get their first listings and sales, too. The booklet helps them keep it all straight, and is a tool for you to keep track of their progress, as well.

3)A�Be Lavish in your Recognition/Improved Performance
Have drawings or special prizes and recognition at meetings for the agents who grow to a new level through the office training. Use their testimonials when you market the classes to your agents. When an agent admires the performance of another, they will want to model what they do.

Remember that putting together world-class training is a process, and will not be all you want it to be right away. It takes planning, support from your agents and affiliates, and time to catch on and develop. You can grow and improve each year!

Support for your Training

We are here to support your agent development systems. Talk to us about coaching you in developing world class training. Youa��ll go further faster, and have time to do all the other management duties you know you should be doing!

Can You Join Me for my Innovative Instructor Development Workshop?

Why not polish your presentation, teaching, and facilitation skills, gain 15 clock hours, and have a great time at it? I’d love to work with you to do all these things. Click here for more information and registration. See you May 22!

If you teach: Do you know the process to break people into small groups and run a successful small group exercise?

In less than 2 weeks, I’ll be doing my unique version of Instructor Development Workshop. * (May 22-23 in Bellevue, Washington). One of the most challenging, yet most effective teaching method, is using small groups. These can be task force, case study, and role play. I say ‘most challenging’, because these small groups frequently go wrong. Why? Because the facilitators don’t know how to organize, run, and summarize them correctly. So, recently, I added this 12-point checklist to use to assure your small group exercise will go as you want it to go!A� Grab the 12-point checklist at the end of this blog.

*This course fulfills a qualification for you to teach clock-hour approved courses in Washington state, and it includes 15 real estate clock hours.A�

In my Instructor Development Workshop, I demonstrate several creative methods. We try them out, and then you try them out in a sample teaching situation. Rather than ‘winging it’ by trying out these methods on ‘real people’, you have a chance to watch me and then take part in several teaching situations.

Application to Your Course

Another new feature I’ve added to my Instructor Development Course is more application of these teaching methods to your course. Unfortunately, most courses aren’t written with instructor direction. In fact, they’re not even written as courses. Instead, they’re ‘streams of consciousness’. It’s very hard to take all those words and make them into a teaching course!

So, I now have you bring a module of the course you want to teach–or are teaching–to our Instructor Development class. We spend some time deciding which teaching methods would fit into that section of your course. You walk away with a much better grasp–and concrete skills–to make that course come alive!

Join Me for a Unique Instructor Experience

Even if you’ve taken other instructor development courses, I promise you’ll get new strategies–for teaching, for presenting, and for course creativity. Plus, we have a lot of fun doing the course, too.

Grab my 12-point checklist for running those small group exercises here.

Join Me for Instructor Development in May!

Why not polish your presentation, teaching, and facilitation skills, gain 15 clock hours, and have a great time at it? I’d love to work with you to do all these things. Click here for more information and registration. See you May 22!

Polish your presentation skills: three quick, effective tips to make all the difference in your impact.

Managers, trainers, salespeople, and even a�?real peoplea�� present frequently in front of one–to hundreds of people. Unfortunately, most presenters (yes, you become a presenter when youa��re selling!), arena��t trained with the best presentation tools. Instead, they just a�?wing ita��. So, we in the audience (or your clients) are frequently bored silly. It doesna��t have to be that way. Take a look at the three tipsa��tips Ia��ve learned first as a musician, then as a speaker, in front of hundreds of people. These tips will make your next time in front of a few a��or manya��enjoyable, memorable, and equally enjoyable for your audience or client.

Three Powerful Presentera��s Tips

Death by Lecture

Don’t lecture for more than 10 minutes. Adults just don’t have that long an attention span (too much on our minds!). Change it up. Use various “alternative delivery methods”–methods to teach other than lecture. In myA�Instructor Development WorkshopA�course, I help students learn these teaching methods by modeling them so they can observe me teaching. Then, we de-brief on what we did. Finally, each student teaches a short module using creative methods, and the rest of the students provide feedback. (We really only learn when we do something).A�DoingA�greatly increases confidence–and competence.

Question: If youa��re in sales or management: Are you talking through your listing or recruiting presentation because you know a lot? How long will it take until the person in front of you gets a�?glassy eyesa��?

2. When you want to change adults’ perceptions, beliefs, or knowledge, don’t just start talking to them.A�You may be setting up an adversarial relationshipa��and youa��re too predictable! You may just cause them to shrink more into their beliefs, and to defend those beliefs (have you observed students who live to argue with the instructor?)

How to tackle the ‘old belief’ challenge:

Prepare students or your clients to learn something new. For example: Use a ‘true-false’ or ‘multiple choice’ to start the presentation, or to check learning. I do this in myA�Instructor Development Workshop courseA�in the middle, and ask students how they would have answered at the beginning of the course–and then contrast that with their new perceptions and learning. It creates lots of ‘ahas’ with them, and further cements their learning experience.

Tip: If youa��re in sales: Use a fun true-false survey for sellers to use prior to meeting you. It can have lots of fallacies and misinformation, and will set up your presentation to help sellers get the real facts and make the best decision for them.

Quit Relying on the ‘Screen’ to Talk for YOU!!!

3. Don’t just read from the PowerPoint on the screenA�(and, just as onerous, provide the student with the PowerPoint as the “outline”.) If an instructor does that, I feel I want to just take that outline and leave. I can read, thank you! Too many presenters/trainers rely on PowerPoint to do the teaching. Instead, invest in a a�?pointera�� that allows you to make the screen blank. Remember: YOU are the presenter, not your Powerpoint!

Tip: If youa��re in sales or management: Dona��t just drone on from your presentation manual. (thata��s your Powerpoint in this instance.) Instead, Use questions, handouts, pauses, and summaries to give your presentation contour and interest.

Use that Right Brain of Yours

Effective presenting is much more than just talking. It should be creative. Use all the “attention strategies” at your disposal (that means to get them into your repertoire).

Suggestions to get creative:

Use props, stories, various audio-visual aids, and handouts to control the audience “contour”. I learned this as a musician playing for dancing. You direct how you want the audience to dance by the music you pick, and you ‘contour’ the whole experience (slower to faster, then back to slow). As a great instructor/ facilitator/presenter, you can direct your audience (clients) in an awesome learning experience. It just depends on the skills you bring to the table.

A�Most presenters/trainers arena��t in it for the big bucks (where are those big bucks, again?). Theya��re in it to assist others. Gaining and practicing presentation skills helps us give back better. The bonus: Deep appreciation from our audience or your client. Wea��ve even been known to change lives for the better! No amount of money can provide that sense of accomplishment.

Here are benefits and downsides of joining a team–from a new agent’s perspective. As you read below, ask yourself, “How well do my leaders of teams meet the criteria? How well are they leading their teams? Is it a benefit for one of my new agents to join a particular team?

I wrote this eBook to save prospective agents and managers time during the interview/selecction process. Here’s an excerpt from the eBook, where I discuss teams–the good and the negatives–for new agents.

Joining a TeamA�

As you interview, you may be invited to join an office team. That means youa��ll be essentially working for a a�?rainmakera��, a lead agent who generates a�?leadsa�� for those on his team. Of course, those leads cost money, and the rainmaker takes about half the income from the team member for the lead generation and other services.

Teaming helps agents obtain leads as they start up business. While agents earn the most in commission dollars when they generate their leads themselves, a new agent may need to pay for someone elsea��s lead generation to begin to develop business. There is a downside to this approach, howA�ever. Agents can become complacent and sit and wait for leads. They wona��t generatea��until they get tired of paying for someone elsea��s leads.

A�Positives: You may be able to jump-start your career with leads given to you.

Find out whether you can sell and list houses outside the teama��and how much the rainmaker would charge you if you did.

Read the contract the rainmaker asks you to sign and be sure you understand the consequences of your involvement.

Evaluate how good a leader that rainmaker is. Some rainmakers are great salespeople, but lousy leaders, and so their team never a�?jellsa��.

Generate your Own Leads, too?

Most team leaders ultimately expect their team members to generate their own leads, in addition to team leads. If you cana��t meet the rainmakera��s expectations, you are terminated. Be willing and ready to take the responsibilities of team member seriously.

Are You Helping Candidates Make the Best Business Decision for Them?

If you’re interviewing tons of prospective agents, you’re spending lots of time at it. Why not let Carla answer some of the most important new agent questions–and free you up to do a real interview? Check outA�my ebook, What They Don’t Teach You in Pre-License School.A�

I wrote this eBook to save prospective agents and managers time during the interview/selecction process. Here’s an excerpt from the eBook, discussing whether agents should get a coach, mentor, or…..:

New Agents A Looking for Support–Sometimes in the Wrong Places

As youa��re interviewing {this is from the new agent’s perspecive}, you may be offered these things:

An accountability coach (the manager or a professional coach affiliated with that office)

A peer coach

Become a team member

Become an assistant

Which of these are good for you? Herea��s my advice on coaches. Watch for future blogs on enlisting a mentor, joining a team, or becoming an assistant.

The Coach

I hope your manager will become your accountability coach. But, many managers promise to a�?coach youa��. However, that quickly becomes a a�?got a minutea�� answer man function instead of a focused, linear, goal-oriented action coaching. You dona��t need a coach just for answers. You need a coach to hold you accountable to your goals and action plan.

Choosing a Coach

Here are three important points you should consider as you search for a coach:

The specific program should be highly organized and precisely outA�lined with checklists and systems. Ask, a�?What system are you going to use to coach me?a�? You need a specific game plan, because you are new. You have no history..

The specific program should be related to a a�?game plana�?a��a busiA�ness start-up plan. Ask, a�?What game plan are you going to use?a�?

The coaches should be trained and coached themselves. Ask, a�?Whata��s your coaching background, and what sales principles do you believe in?a�? For example, each of our coaches in the Carla Cross Coaching program has been trained by me and coached regularly by me.

Positives: Having a coach keeps you on track, motivated, and, ideA�ally, inspired to reach your goals.

Watch out for: Your coach is trained and dedicated to your success, and is following a proven game plan (otherwise youa��ll be paying just to talk to someone every once in a while).

Types of Coaches

Professional coach: Someone trained to coach, who uses a specific program and who is paid to be your coach. If youa��re considering a professional coach, find out the specific program the coach will use to coach you. Get expectations in writing, and give your expectations in writing. You should expect to sign a 3-12 month contract.

Manager coach or in-office coach: Someone who may be trained as a coach, who has agreed to coach you. May be paid from your commissions or from a combination of office/your commissions. May be paid on an hourly based by the agent. Be sure this coach is prepared to be your accountability coach, has a specific schedule with you, and a specific start-up plan to coach you. Otherwise, youa��re just getting an a�?advice sessiona��.

Peer coach: Someone in the office, an agent, who has agreed to be your coach. However, this could be anything from

Answer questions

Let you a�?shadow thema�� (see how they do a listing/buyer presentation or offer presentation)

Be your accountability coach

Most peer coaches dona��t have a coaching program to coach to, and havena��t been trained. They are also at a loss with what to do if the agent refuses to do the work.

If youa��re going to work with a peer coach, get in writing exactly what that peer coach is willing to do with and for you. Bad peer coaching can turn into a nightmarea��for both parties.

Agentsa�� advice: Dozens of experienced agents have told me they wish they had started with a professional coach. If you can find one to trusta��and to followa��youa��ll shorten your learning curve dramatically and easily pay for the coaching fee. Plus, youa��ll establish a successful long-term career.

In the next blogs, wea��ll discuss three a�?safety-netsa�� that some new agents considera��because theya��re afraid they will not be able to generate enough commissions by relying solely on their

own work.

Have All the Answers You Need to Make the Best Business Decision for You?

If you’re interviewing tons of prospective agents, you’re spending lots of time at it. Why not let Carla answer some of the most important new agent questions–and free you up to do a real interview? Check outA�my ebook, What They Don’t Teach You in Pre-License School.A�